A leading logistics enterprise embarked on a transformative journey toward digital evolution, initiating a significant shift in its operational landscape. However, the absence of a dedicated DevOps team posed unforeseen challenges, resulting in diminished morale, role ambiguity, and a lack of strategic direction. David McKenzie, Principal Consultant at SoudCoh, recognised the imperative for decisive leadership and cultural revitalisation amidst the organisational stagnation.

The Challenge

The formation of a new team tasked with DevOps responsibilities introduced a stark transition for developers accustomed to creative autonomy. Suddenly thrust into operational support roles, they grappled with an unfamiliar skill set and mindset, leading to a sense of disengagement and inefficacy. Rooted in feelings of disempowerment and perceived undervaluation, the team's discontent manifested in struggles with ownership, control, and pride.

The Process

SoudCoh commenced with a collaborative health assessment workshop, identifying critical pain points and areas ripe for improvement. Recognizing that fostering agility and collaboration required a cultural shift, SoudCoh emphasized the significance of leadership alignment. They advocated for a transformative approach, liberating the team from routine feature work and empowering them to innovate in enhancing the production environment.

The Solution

Leadership's resolute support served as the catalyst for transformative change, empowering the team to reclaim ownership of their workflow. While operational support remained paramount, granting autonomy for feature work proved to be a pivotal mandate. Entrusted with the responsibility to innovate and enhance the production environment, the team embraced a newfound sense of purpose and empowerment.

Switching to Kanban

A tangible shift from Scrum to Kanban catalysed significant workflow enhancements, fostering adaptability and flexibility amidst evolving priorities. By focusing on presenting solutions to critical business challenges rather than merely outlining developmental plans, the team demonstrated its value and prowess, earning recognition and trust from stakeholders.

Fostering Team Bonding

Emphasising camaraderie and work-life balance, the team embarked on weekly offline gatherings, fostering connections and camaraderie. These informal sessions not only nurtured a sense of belonging but also catalysed creativity and collaboration, driving tangible improvements in team dynamics and morale.

The Results

Under SoudCoh's guidance, the once-underperforming team underwent a remarkable transformation, emerging as a high-performing and adaptive unit. Empowered to deliver rapidly and decisively, they garnered trust and recognition, culminating in pivotal contributions to critical business initiatives. Six months post-intervention, a follow-up assessment revealed substantial improvements across various metrics, underscoring the enduring impact of cultural revitalisation and leadership alignment.

Final Thoughts

This case study underscores the transformative power of investing in team culture and trust, demonstrating the profound impact of strategic leadership alignment. By fostering a culture of empowerment and innovation, organisations can unlock the full potential of their teams, driving sustained performance, morale, and stakeholder trust.